What are the Basic Conditions of Employment Act
The Basic Conditions of Employment Act, No 75 of 1997 gives effect to the right to fair labour practices referred to in section 23(1) of the Constitution by establishing and making provision for the regulation of basic conditions of employment; and thereby to comply with the obligations of the Republic as a member ….
What are some examples of unfair discrimination that the law prevents
Discrimination is regarded as unfair when it imposes burdens or withholds benefits or opportunities from any person on one of the prohibited grounds listed in the Act, namely: race, gender, sex, pregnancy, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, …
Who are the designated groups
In the Employment Equity Act, the four designated groups are: women, aboriginal peoples, persons with disabilities, and members of visible minorities.
What is the importance of Employment Equity Act
The Employment Equity Act is the law that promotes equity in the workplace, ensures that all employees receive equal opportunities and that employees are treated fairly by their employers. The law protects you from unfair treatment and any form of discrimination.
How does the Employment Equity Act impact on businesses
Employment Equity is the law that promotes equity in the workplace, through achieving equality, by eliminating unfair discrimination and implementing transformation, as well as keeping in mind that all candidates need to be suitably qualified according to the inherent requirements of the job.
What does EE mean in employment
equal employmentWhen used in the context of HR, or human resources, EE stands for “equal employment,” better known as “equal employment opportunity,” or “EEO,” catch-all terms that describe the various laws, regulations and jurisprudence that prohibit specific categories of discrimination in employment practices within the U.S.
What is a non designated group
non designated groups refers to any person or category not defined in the Act as. a designated group; n. non-unionised refers to any employee who is not associated with a registered.
What is the importance of employment equity
The purpose of the Employment Equity Act, No 55 of 1998 is to achieve equity in the workplace by promoting equal opportunity and fair treatment in employment through elimination of unfair discrimination and implementing affirmative action measures to redress the disadvantages in employment experienced by designated …
What is a black designated group
Black designated groups: Means (a) Unemployed not attending and not required by law to attend an educational institution and. not awaiting admission to an educational institution. (b) Black people who are youth as defined in the National Youth Commission Act of 1996.
Who are designated employers
Designated employers are employers who employee 50 or more employees, employers who employ less than 50 employees but whose annual turnover exceeds or equals the amounts in schedule 4 of the EEA, or an employer who has been declared a designated employer in terms of a collective agreement.
How do you implement employment equity
1 Consult with Employment Equity Committee. A designated employer must consult with employees on the implementation of the EE plan. … 2 Launch EE plan. Preparation involves the following tasks: … 3 Setup monitoring and evaluating mechanisms. … 4 Align business processes to EE Plan. … 5 Report Progress.Nov 29, 2017
Is employment equity compulsory
According to the Employment Equity Act, all designated employers are obliged to annually submit an Employment Equity report.
When must the EE plan be submitted and to whom
All organisations should have an EE report that covers a period of 12 months. The “from” date stated in the EEA2 should follow where the previous report ended. Employers who become designated before the first working day of April must submit their first report on the first working day of October in the current year.
What is the role of employment equity committee
The selection of an Employment Equity Committee is a critical step towards implementing the Act. The main role of this committee is to ensure that the organisation is meeting their Employment Equity requirements by drafting the organisation’s EE plan and ensuring its effective implementation.
Who is responsible for developing the employment equity plan
–(1) A designated employer must prepare and implement an employment equity plan which will achieve reasonable progress towards employment equity in that employer’s workforce.
What is the aim of the Employment Equity Act of 1998
EMPLOYMENT EQUITY ACT NO. 55 OF 1998: SUMMARY. The main purpose of the Employment Equity Act is to achieve equality in the work place by: Promoting equal opportunity and fair treatment through the elimination of unfair discrimination.
Who is affected by the Employment Equity Act
“(1) No person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy or practice, on one or more grounds, including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age disability, religion, HIV status, …